Policies and procedures

Efficient protection of consumers’ data and privacy is a fundamental precondition of credibility of financial service providers. We know how important it is for our clients. Personal data of European Union nationals, including Poles, are strictly protected. mBank respects all rights of its clients according to mBank’s personal data security policy.

The policy is based on the General Data Protection Regulation (GDPR) and incorporates the GDPR provisions and the rights of data subjects. mBank has appointed a Data Protection Office who is available at the e-mail address: inspektordanychosobowych@mbank.pl

For details of data protection and its enforcement at mBank, visit our website: www.mbank.pl/rodo/strona-glowna

Outcomes:

418-1 Substantiated complaints concerning breaches of customer privacy and losses of customer data:

In 2020, 41 complaints were lodged by the Personal Data Protection Office (PDPO). They refered to the processing of the data of our existing and potential clients. By the end of 2020 we have not received any administrative decision determining if the bank has processed the data against the GDPR policies.

Total number of identified breaches of GDPR policies at mBank reached 54. We have notified PDPO about each one of them and approached the affected clients accordingly to the GDPR regulations.

All complaints lodged by PDPO and confirmed cases of GDPR breaches at the bank are consistently examined. Where required, actions were taken in order to eliminate confirmed improprieties.

In 2019, 8 complaints were lodged by third parties and confirmed by the organisation (all concerning mFinanse); 1 complaint was lodged by regulatory bodies (concerning mFinanse).

mBank follows the law and standards set for financial institutions. We focus in particular on anti-money laundering and counter-terrorism financing. In this regard, we pursue Anti-Money Laundering and Counter-terrorism Financing Policy at mBank along with Commerzbank group Policy.

mBank follows an anti-money laundering and counter-terrorism financing programme which is consistent with national and EU regulations. To prevent money laundering and financing of terrorism, mBank is required by the programme:

• to identify and verify the identity of our clients,
• to identify and verify the identity of beneficial owners of our clients,
• to identify and verify our clients and their beneficial owners according to the criteria of politically exposed persons (PEP),
• to identify the risk of money laundering and financing of terrorism,
• we refuse to work with clients if we identify risks of money laundering and/or financing of terrorism,
• we monitor clients’ transactions to protect mBank from money laundering and financing of terrorism,
• we regularly train our employees. Training is organised and monitored by the Compliance Department.

All mBank employees are responsible for the implementation of the programme. In particular, account managers and client advisors are responsible for regular review of clients’ identity. The President of the Management Board is responsible, under a resolution of the Management Board, for the implementation of the obligations under the AML Act according to the AML programme. The Director of the Financial Crime Prevention Department, supervised by the Managing Director for regulatory, legal and customer relations, is responsible for compliance of the bank, its employees and associates with the anti-money laundering and counter-terrorism financing regulations.

Outcomes:

The policy defines the standards and procedures for the avoidance, identification, and management of conflicts of interest. mBank’s procedures ensure that conflicts of interest are resolved according to the principle of equal treatment of clients and that mBank, its employees and associates do not obtain benefits or avoid losses at the expense of clients.

Reliable conflict of interest management is a part of the corporate culture and a responsibility of mBank employees across all levels of the organisation. In particular, members of the bank’s Management Board and directors of mBank’s units must participate in:

• identification of conflicts of interest,
• implementation of measures necessary to prevent conflicts of interest, and
• management of actual conflicts of interest.

Members of mBank’s supervisory board and Management Board have special responsibilities. They are required to report an actual or potential conflict of interests and to refrain from participating in discussions and voting on matters which could cause a conflict of interest in relations with mBank clients or with mBank.

According to the policy, the Management Board has made the Compliance Department responsible for management of conflicts of interest in the bank. In particular, it is responsible for monitoring internal regulations and IT solutions, consulting services for the organisation, controls, training, and recommendations. The Compliance Department is responsible for reviewing any reported conflict of interest, issuing recommendations concerning the course of action, and monitoring the implementation of recommendations. The Compliance Department reviews the policy to ensure its adequacy and effectiveness at least on an annual basis.

We use information barriers in order to restrict the flow of confidential information, client information and client transactions.

Outcomes:

The Compliance Policy sets forth general rules for ensuring compliance of operations pursued by mBank with laws, internal regulations and market standards.

Compliance is ensured by way of compliance risk management in the processes that are functioning at the bank and the control function in the three lines of defence model. The first line of defence comprises risk management and control function implementation in operating activities. The second line of defence comprises at least:

1/         compliance risk management and control function implementation as part of the tasks executed by the Compliance Department,

2/         risk management by employees holding dedicated positions or working in dedicated organisational units in the case when certain tasks pertaining to compliance risk identification and assessment were assigned to other first and second line of defence units.

The third line of defence comprises the activity of the Internal Audit Department.

In all three lines of defence, the bank’s employees duly apply control mechanisms or independently monitor the observance of control mechanisms in order to guarantee compliance of the bank’s operations with laws, internal regulations, and market standards.

All the bank employees are responsible for the implementation of the Policy in line with their scopes of responsibilities and authorisations. mBank S.A. employees identify, assess, control, and monitor the risk of non-compliance with laws, internal regulations and market standards and draw up quarterly reports for the Compliance Department addressing the risk. The Compliance Department prepares and submits annual, quarterly and ad-hoc reports to the bank’s management board, supervisory board, and the Audit Committee.

Regardless of the responsibility of the management board and the Compliance Department for the Policy implementation, as part of the control function, directors of organisational units are responsible for organising work of their subordinates in a manner guaranteeing the observance of:

1/         laws,

2/         internal regulations,

3/         market standards adopted by the bank,

4/         recommendations and guidelines issued by the Polish Financial Supervision Authority (KNF) and other state authorities competent for the scope of operations of a given organisational unit.

The supervisory board assesses the adequacy and effectiveness of compliance risk management. It also supervises the discharge of compliance obligations by the management board of the bank as part of the control function and compliance risk management.

In an effort to ensure compliance, the bank’s management board ensures effective compliance risk management at the bank. It submits annual reports on compliance risk management at the bank to the supervisory board and the Audit Committee to enable the supervisory board to assess the adequacy and effectiveness of compliance risk management.

Outcomes:

419-1 Non-compliance with laws and regulations in the social and economic area.

In 2020 and in 2019, no cases of non-compliance with applicable laws and internal regulations were identified.

The remuneration rules for mBank employees are defined in mBank’s remuneration policy. The policy is designed to support strong employee engagement by providing market-based remuneration packages adequate to employees’ contribution; to retain the best employees; and to attract talent to the organisation in traineeship and internship programmes. The policy defines the rules ensuring protection of rights and interests of clients and preventing conflicts of interest. The management board of the bank is responsible for the development and implementation of the policy. The management board reviews the implementation of the policy on an annual basis and resents proposed amendments for review and approval to the Remuneration Committee of the Bank’s Supervisory Board. The policy is reviewed at least on annual basis by the Internal Audit Department, which presents its findings to the supervisory board of the bank. The Supervisory Board approves the remuneration policy and consults the Remuneration Committee if necessary. Employees in management positions who are the bank’s risk takers are additionally covered by mBank’s risk taker remuneration policy.

In addition to the remuneration policy, mBank also follows mBank’s Employee Remuneration Rules and mBank’s Employee Bonus Rules.

Outcomes:

GRI 405-2 Ratio of basic salary and remuneration of women to men in mBank by employee category

Remuneration structure pictured above is strongly impacted by the higher number of women employed on the operational positions, whereas managerial positions are dominated by men. Moreover, in 2020
the bank has undergone significant structural adjustments which exacerbated the gap, particularly among the senior managers but also among middle managers. Remuneration regulations have been notably limited due to the pandemic and the necessity for saving, and as a result we haven’t observed changes in this regard among other employees. The remuneration inequality among senior managers has been negatively impacted by the departure of Vice-President of the Management Board, Lidia Jabłonowska-Luba.

There are initiatives pursued at mBank aiming at equalizing remuneration on the comparable positions. At the same time we strive to facilitate career promotions among women. In long term horizon we expect these measures to diminish average remuneration differences between men and women. In short term horizon – comparing 2020 to 2019 – challenges presented by the expanses led to exponential structural changes and significant restriction of remuneration alterations. It did not impact positively the efforts to diminish inequalities between remuneration of women and men.

mBank’s work rules define the responsibilities of the employer and employees. In line with labour law, mBank’s work rules govern the organisation of work at the bank and the conclusion of employment agreements. mBank’s work rules define matters relating to full or part-time employment and working hours, work attendance, holidays, remuneration, awards and bonuses. mBank’s work rules cover:

• liability for breach of employee’s obligations,
• occupational health and safety, fire protection,
• protection of women and minors at work.

The President of the Management Board or a Management Board Member or Managing Director authorised by the President oversees the implementation of the rules at the bank with the support of employees of the Employee Development and Organisational Culture Department and directors of the bank’s units who monitor compliance with the rules in their units on an on-going basis. The work rules apply to all employees of the bank working under employment agreements irrespective of position, full or part-time employment, and term of the agreement. They are required to comply with the rules and need to sign a declaration to that effect no later than the first day of work. mBank’s work rules were implemented and are updated in form of an Order of the President of the Management Board.

mBank employees are represented by the Workers’ Council established under the Act of April 7, 2006, on employee information and consultation. The Workers’ Council is comprised of 7 members elected by all employees for a term of four years. Its responsibilities include consulting the employer on:

• status quo, structure and expected changes of employment and
• matters which could cause significant changes to the organisation or the basis of employment.

The Workers’ Council operates under an agreement with the bank.

We wish to encourage positive employee relations and build friendly work environment. As an employer, mBank strives to create a work environment free of mobbing, discrimination, and other forms of violence caused by superiors and colleagues.

The key focus of the policy is as follows:

• mBank does not tolerate mobbing, harassment, sexual harassment and any other form of discrimination, behaviour which is illegal, unethical or violating the rules of social conduct. Such actions fall under the category of unacceptable behaviour.
• Description of unacceptable conduct and clear course of action in case of its occurrence.
• All Employees, including managers and Management Board Members, must refrain from taking any unacceptable behaviour against other employees, colleagues, clients and suppliers.
• Anyone who creates conditions that encourage unacceptable behaviour or resorts to it, violates the fundamental employee obligations. In that case, as an employer, mBank may impose sanctions under the labour law and mBank’s work rules.

Any employee who claims to have experienced unacceptable behaviour reserves the right to report it. The employee is given the choice to report it anonymously or not. Complaints are reviewed by the Unacceptable Behaviours Committee comprised of directors or their substitutes from the Employee Development and Organisational Culture Department, the Compliance Department, the Legal Department, the Marketing Communication Department, mBank’s Ethics Officer, and personal data inspector. Anyone whose legal or factual relationship with the complainant could affect the objectivity and impartiality of the Committee is excluded. The Committee reacts as soon as possible:

• it investigates the matter thoroughly,
• acts impartially and confidentially,
• determines if unacceptable behaviours took place and identifies their specifics. Afterwards it recommends what solutions should be executed in a specific case and what actions should be taken in the future in order to avoid unacceptable behaviour at the bank.

Outcomes:

Number of reported, reviewed, and confirmed cases of mobbing:

The Committee received 4 reports in 2020. None of them were confirmed as mobbing or discrimination. However, the Committee confirmed that other unaccepted behaviours occurred. Adequate actions were taken in regards to affected employees.

Number of persons who received training in anti-mobbing and anti-discrimination rules:

We trained total of 280 managers between 2018 and 2020, including 180 in 2018 and 100 in 2019. In 2020 we have trained 209 employees. At the end of 2020 we have started the obligatory e-learning training for all employees and managers at the bank. The programme is comprised of theoretical part and awareness part. It strives to educate on avoiding the unacceptable behaviours and on dealing with them at the team. The programme will be continued in 2021.

The suitability policy defines transparent and precise procedures for the selection, assessment of suitability, and succession of mBank’s key function holders. It specifies the qualifications required in each position, good repute, and no conflict of interest during employment. The policy sets requirements for succession in key positions and defines the procedure of handling vacancies. The suitability criteria for the management board and the supervisory board include a comprehensive and diverse membership among others in terms of gender, age, and professional experience. One of the sections in the policy is dedicated to diversity. Regarding gender diversity, the policy sets a joint target of at least 30% women on the management board and the supervisory board by 2028. It recommends that at least one member of the management board should be a woman.

We signed the Diversity Charter in January 2018, joining an international initiative for social cohesion and equality supported in Poland by the Responsible Business Forum. As a member of the initiative, we support diversity and prevent discrimination at work.

Outcomes:

The policy provides guidelines for the identification and mitigation of corruption risks, the key principles of the code of ethics, and related responsibilities. No management board member, manager, employee or associate may justify corruption or bribery by invoking mBank’s interest.

mBank follows a policy of zero tolerance for all forms of corruption, including accepting, offering, requesting, granting and giving consent for additional benefits, objects or payments in order to:

• unlawfully influence a decision,
• obtain or secure an illegal business advantage,
• gain personal benefits.

mBank’s management board and employees are required to avoid conflicts of personal and professional interest. They are prohibited from offering any undue benefits, in particular to central or local government officials, civil servants, and politicians.

mBank prevents corruption in a system of three lines of defence. The first line of defence is comprised of the bank’s organisational units. The second line of defence is the Compliance Department which:

• is responsible for setting standards of compliance with anti-corruption laws and regulations,
• monitors adherence to the standards.

The third line of defence is the Internal Audit Department, which evaluates the adequacy and effectiveness of the bank’s anti-corruption system.

The management board and employees report actual or suspected incidents of corruption to the direct superior or the Compliance Department. Reports may be lodged anonymously in the mSygnał system, which is also available online to third parties. We review all reports with due diligence and in confidence. Units involved in a case of non-compliance take steps to clarify all circumstances and to secure evidence. In case of a suspected crime, the director of the relevant unit provides the file to the Security Department, which reports to the law enforcement services if the suspicion is confirmed. The Compliance Department maintains records of corruption procedures. Anyone attempting to engage or engaged in corruption is subject to the procedure defined in labour law and mBank’s work rules. The Director of the Compliance Department immediately reports a corruption case to the member of the management board responsible for the given area. In case of high reputational risk or where the incident involves a management board member, the director of the Compliance Department additionally notifies the chairman of the supervisory board. Moreover, the Compliance Department may take independent steps, irrespective of any reports filed by units of the bank, to detect cases of corruption.

The bank expects its business partners (vendors, contractors, service providers who work with mBank and with its clients on behalf of the bank) to comply with the policy. Anti-corruption provisions are included in each contract between the bank and a business partner.

The anti-corruption policy describes rules for presenting and accepting gifts by the mBank employees.

Gifts, in particular tangible souvenirs and invitations are a legitimate business custom. They can, however, be exploited in order to obtain unauthorized gains. At mBank we exert ‘zero-tolerance’ policy for any form of corruption. Employees can present and accept gifts only in accordance to the rules stated in the anti-corruption policy.

According to the policy employees can:

1/ Accept and present small corporate gifts customary in business relations up to predefined limits.

2/ Participate in the conferences arranged by the business partners. The theme must overlap with the scope of responsibilities of the employees who take part in it. The transport and accommodation expanses during the conference are covered by mBank.

The policy forbids employees from:

1/ accepting and presenting gifts in form of cash or cash equivalents,

2/ presenting gifts to other employees or accepting gifts from them if such gifts could be considered a form of influence over their due execution of relevant processes,

3/ accept gifts from business partners of mBank,

4/ present gifts to central and local government officials in connection to their function.

The Compliance Department keeps Electronic Register of accepted and presented gifts. The department verifies the abidance of the rules for accepting and presenting gifts on a regular basis. It also presents a report to the management board and supervisory board of the bank which details the anti-corruption policy implementation as a part of its compliance risk management reporting.

Outcomes:

GRI 205-3 Confirmed incidents of corruption and actions taken

We identified no corruption incidents in 2019 and 2020.

GRI 205-2 Percentage of employees who have received training on anti-corruption policies and procedures at the bank

The employees have been trained in preventing corruption and rules for accepting/presenting gifts:

The policy defines who, and how, is responsible for fraud prevention. The bank follows a policy of zero tolerance for any form of fraud or fraud attempts by the bank’s employees, clients, contractors, and third parties. mBank requires fair and lawful behaviour of all its employees, clients, and business partners.

mBank’s fraud risk management cycle covers four stages:

• fraud prevention – risk assessment, early identification, and clear rules and mechanisms mitigating risk;
• fraud detection – implementation of fraud controls, monitoring systems and reporting channels;
• fraud management – every case of suspected crime to the detriment of mBank or its client is investigated and necessary steps are taken, including legal measures;
• response – clear rules for mitigating loss or damage, corrective mechanisms, lessons learned.

mBank has implemented an electronic whistleblowing system, which ensures anonymity of whistle-blowers. The complaint can be filed anonymously by means of mSygnał, which is available also to third parties. It is accessible on all internet-enabled devices:

https://client.bkms-system.net/bkwebanon/report/clientInfo?cin=2brebank11&language=pol/

Whistleblowing rules and the procedures for reviewing reports are defined in internal regulations as follows:

• the identity of the whistle-blower and the person concerned is strictly confidential: their data must not be disclosed to third parties unless required by law;
• the whistle-blower may set up an anonymous inbox to receive updates on actions taken in reaction to the report and/or to provide additional details;
• every whistleblowing report is reviewed by authorised staff to ensure an objective, fair and impartial investigation;
• mBank employees who report suspected fraud in good faith are protected from any form of repression.

Reports are initially reviewed by staff of the Compliance Department. Filed in the system or otherwise, reports are investigated by authorised officers, as the case may be: employees of the Employee Development and Organisational Culture Department, employees of the Foreign Branches, the Ethics Officer, and employees of the Compliance Department. If a report is confirmed, the case is escalated according to the law and the bank’s internal regulations.

The rules for reporting fraud to the management board and the supervisory board are also clearly defined. They cover regular and ad-hoc reports.

Outcomes:

Each report was investigated, and necessary measures were taken in order to eliminate confirmed irregularities. Among filed reports, in 5 cases the Security Department notified the prosecutor’s office of suspected offence. We prevent recurrence of similar irregularities. We set standards and guidelines in internal regulations. We also organize workshops, issue recommendations on remedial actions and perform inspections. Applied control mechanisms efficiently reduced the abuse risk. We have not recorded internal abuse cases which would result in significant losses for the bank or negatively impact the reputation risk.

The reports are reviewed immediately after receiving. We make a decision on further proceedings. The reports are appraised within not extendible period of 30 calendar days which begins at the day of receiving them in mSygnał or the Compliance Department.

mBank identifies its clients and monitors persons and entities participating in transactions in accordance with sanction lists of the European Union, the United States, and the United Nations in order to ensure compliance with the applicable laws imposing special restrictions. The Financial Crime Prevention Department:

• provides guidelines and instructions,
• informs other departments and subsidiaries about business policy restrictions imposed by sanctions,
• provides advice, and monitors compliance.

We comply with sanction regulations by identifying clients and beneficial owners, and by identifying and refusing to execute transactions violating sanctions. We inform clients about sanction regulations and train the bank’s employees accordingly. Every employee of the bank is required to read and strictly comply with the policy.

mBank closely monitors existing business relations in sanction countries and takes necessary measures, up to termination of relations.

Outcomes:

mBank has implemented the requirements imposed among others under the Act on Trading in Financial Instruments, MAR, and the Act on Public Offering.

We comply with the disclosure requirements because:

• we are a public company, that is, an issuer of securities admitted to trading on the regulated market;
• we carry out brokerage activities;
• we carry out custodial activities;
• we carry out activities referred to in Article 70(2) of the Act on Trading in Financial Instruments.

According to the law, information concerning certain events relating to mBank’s activity is classified as inside information. In such cases, we file a mandatory current report with the Polish Financial Supervision Authority (PFSA), the Warsaw Stock Exchange (GPW), and the Polish Press Agency (PAP). The same concerns certain other events which are not classified as inside information. We are required to file reports with PFSA concerning events relating to brokerage activities, custodial activities, and investment activities. Each unit of mBank concerned by or aware of such event is required to report it to the Compliance Department.

Failure to report, late reporting, and undue reporting generate the risk of financial penalties for mBank. In that case, the risk of financial penalties also affects:

• the persons providing information for a report;
• the members of the Management Board responsible for the given area.

mBank keeps records of persons discharging managerial responsibilities within the meaning of MAR.

Outcomes:

Number and amount of financial penalties imposed for failure to report, late reporting, and undue reporting: There were no penalties either in 2019 nor in 2020.

mBank’s vendors and suppliers are required to comply with the law, labour law, human rights law, to protect the environment, to avoid discrimination, and to comply with anti-corruption law.

mBank pursues its business according to ethical and responsibility standards defined among others in the Universal Declaration of Human Rights, the International Labour Organisation standards, and the OECD guidelines (in particular, anti-corruption guidelines).

Every supplier participating in procurement or performing a contract with mBank is required to comply with the guidelines and ensure compliance by its subcontractors.

The guidelines in particular include:

1) the Universal Declaration of Human Rights;

2) the International Labour Organisation standards;

3) the OECD guidelines (in particular, anti-corruption guidelines);

4) the Rio Declaration on the Environment and Development – Agenda 21;

5) the United Nations Convention against Corruption;

6) international trade sanctions and embargoes, including sanctions which may apply under resolutions of the UN Security Council according to Chapter VII of the UN Charter, or any sanctions imposed by the European Union;

7) acts of national law implementing the above, as well as rules and regulations, in particular conflict of management rules and regulations.

Outcomes:

Percentage of vendors who have read and accepted the Vendor Policy: 100%.

The policy imposes restrictions on the provision of services to companies in socially controversial sectors which are in breach of the Ten Principles of the UN Global Compact.

Such restrictions concern opening of accounts as well as lending in the case of companies, including existing clients of mBank, whose activities:

• involve child labour or forced labour or result in other manifest violations of human rights;
• focus on economic exploitation of valuable natural areas;
• pose a risk to the global cultural heritage.

We do not establish business relations with any entities operating in countries, on which UN imposed sanctions.

In its relations with operators in the defence industry, mBank takes into consideration political, social, ethical, and environmental factors which could affect its reputation. mBank in general accepts transactions with public entities operating in the defence industry: government agencies, state-owned companies, etc.

mBank Group limits its impact on the climate mainly through credit policies, which regulate our approach to financing industries with a positive and negative impact on the climate.

The first step towards limiting the bank’s exposure to high-carbon industries was the decision of the Corporate and Investment Banking Risk Committee of April 2019. It excluded, among others, the possibility of financing the construction of coal mines and limited the possibilities of financing coal energy. An extension of this decision was the introduction, from November 1, 2019, of the Credit policy regarding industries relevant to the EU climate policy. This policy further limited the possibility of financing high-emission projects and indicated areas preferred for financing at the bank. These include renewable energy installations and electric vehicle charging stations.

In 2018 we have introduced Renewable Energy Sources financing policy (RES). Under this policy, we will invest PLN 4 billion to finance wind farms and photovoltaics (originally the policy assumed PLN 0.5 billion, while in 2019 and 2020 we have been increasing this limit).

We describe both policies in detail in the section concerning threats arising from adverse environmental changes (mainly climate change).

The aforementioned credit policies were approved by the Corporate and Investment Banking Risk Committee of mBank, which includes, inter alia, Vic-epresident of the Management Board: Chief Risk Officer and Vice-president of the Management Board: Head of Corporate and Investment Banking. We update our credit policies on an ongoing basis and review them at least once a year – we also take into account the impact of climate change using the expert method. The management board and supervisory board of mBank approved the mBank Group’s strategy for the years 2020-2023, including targets and measures related to climate protection. In 2020, during the meetings of the Risk Committee of the Supervisory Board, topics related to ESG issues were regularly discussed, including threats resulting from adverse changes in the natural environment (mainly climate change).

Outcomes:

At the end of 2020, the level of utilization of the RES limit from the beginning of the introduction of the Policy was 49%. The value of all financing by mBank was PLN 1,970 million. These include: PLN 720 million for photovoltaic (PV) projects, PLN 1,180 million for wind farms and PLN 70 million for biogas plants, both under the policy and outside. In total, our financing of renewable sources translates into approx. 1,440 MWp of clean energy per year.

One of the largest transactions carried out by mBank in 2020 is another agreement for financing R.POWER photovoltaics projects. mBank granted a loan for this purpose worth PLN 102 million. This is the third agreement between the parties to finance solar farm projects. The total value of all loans granted to the R.POWER Group by mBank reached PLN 355 million. The latest round of financing R.POWER group projects will be allocated to the construction of 32 power plants with a total capacity of 29.4 MWp throughout Poland. The energy generated by the portfolio of these farms could cover the demand for electricity of over 10,000 households. These plants do not pollute the environment – what is more, they will contribute to the reduction of carbon dioxide (CO₂) emissions by approx. 30 thousand tons. This is roughly the amount emitted by 20 thousand passenger cars annually. All projects will use double-sided photovoltaic panels (so-called bifacial), which absorb light on both sides, thanks to which they are able to obtain more energy from a single installation. The projects were secured with a guarantee of energy sale in the auction system. Completion of construction is planned for the third quarter of 2021.